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In 1968, Michael Gregory established Cromwell with an ambition to be the most reliable local tool supplier. Nearly six decades later – and while the company has grown into a global operation employing over 1500 people – that unwavering focus on the customer remains.
One of Cromwell’s key goals is to be the easiest company to deal with. That means a straightforward ordering process, intuitive systems, and clear communication – for both customers and employees.
“One of the pillars of our strategy is creating a great place to work, and a big part of that is showing colleagues we care,” Claire says. “For us, being easy to deal with also means providing accessible and relevant solutions that support colleague wellbeing.”
While, for many companies, wellbeing means a focus on physical and mental health, Cromwell favours a more holistic approach. “We go further,” Claire says. “We look at whether colleagues understand their purpose, whether they feel valued and – crucially – we consider financial wellbeing.”
The company wanted to find a way to offer simple, accessible, and meaningful financial support. “While we already offered various support tools, they were fragmented,” Claire explains. “Some addressed budgeting or provided reactive support, but not in a joined-up way. We really needed a solution that offered both proactive and reactive support. Something centralised and easy to access.”
MyView PayNow: A logical choice
Cromwell began looking for an appropriate solution, but it soon became clear that MyView PayNow, perfectly met its needs, not least because Cromwell has a long history of working with Zellis, having used its payroll and HR software and services since 2006.
“We did look at other options, but not in great depth,” Claire says. “The fact that MyView PayNow integrates with systems we already use was a big advantage. We already had a strong relationship with Zellis, and its team keeps us informed about new offerings.”
MyView PayNow gives employees access to tools designed to improve their financial wellbeing, all built around their pay. They can manage budgeting, gain access to earned wages, build up a rainy-day fund, and even access tools and educational resources including a benefits checker and debt advice.
“At first, I was sceptical – as many HR leaders are,” Claire admits. “There’s a perception that allowing colleagues early access to wages might exacerbate financial issues. We were already offering salary advances, and demand for those was increasing – so we knew the need was there, but we weren’t sure if we were solving the right problem.”
However, Claire needn’t have worried. “We did our due diligence – looked at case studies and talked to other organisations – and realised we were making assumptions about
colleague behaviour,” she says. “The reality is financial wellbeing is about control. Giving colleagues choice and empowering them is key.”
Implementation made easy
Rolling out MyView PayNow couldn’t have been easier. Cromwell was given a dedicated lead and appointed its own internal lead.
“The setup is straightforward,” Claire says. “You go through a few checkpoints – like pay frequency, how much salary colleagues can access, and how that fits with your existing benefits – but it’s essentially plug-and-play. We don’t have a huge internal resource for implementations, but that wasn’t a problem. In fact, we received a full communications toolkit, including templates we could customise and even support for launch events.”
To communicate the new offering to colleagues, Cromwell ran lunch-and-learn sessions, drop-ins, and regular updates across its internal communications channels. It also tailored its messaging to align with its wider ‘Cromwell Cares’ initiative, framing MyView PayNow as a supportive and optional resource.
Supporting colleagues
The company hasn’t looked back. With MyView PayNow as the cornerstone of its financial wellbeing strategy, Cromwell has been able to provide its colleagues with peace of mind and greater flexibility. Moreover, most users (80%) report feeling more in control of their finances.
“The biggest benefit is undoubtedly colleague support,” Claire says. “We’re giving people access to financial services they might not have otherwise – like preferential savings rates or responsible loans – without needing large deposits or facing high-interest costs. Since we’re paid monthly, many colleagues find it helpful to draw down a portion of their salary when needed, instead of relying on credit.”
Growing uptake
Today, just over 30% of Cromwell’s eligible colleagues are using the service, with the majority using it at least monthly. Over 200 colleagues are actively saving using the solution.
Colleague feedback has been overwhelmingly positive. “I honestly think the app is amazing,” says a Cromwell user. “I’ve never worked for a company with a system like PayNow. Seeing how much you earn on a day-to-day basis really does give you the extra kick out of bed you sometimes need.”
Meaningful impact
The salary drawdown feature is proving particularly popular, giving flexibility when unexpected expenses arise. “It’s important to note that the value isn’t limited to lower-income colleagues,” Claire explains. “People at all levels have said it helps them manage life – whether it’s an unexpected bill or simply better budgeting.”
“I’ve been using PayNow, and it’s been a game-changer,” reports one employee. “Having access to a portion of my earned wages whenever I need them gives me so much more financial flexibility. No more stressing about unexpected expenses or waiting for payday – just simple, hassle-free control over my money.”
What’s interesting is that, despite Claire’s initial reservations, the average salary drawdown is just £69. “It just goes to show that small amounts can have a meaningful impact,” she says. “It reinforces my view that we shouldn’t assume what colleagues need – we should offer responsible solutions and let them choose what’s right for them.”
Empowering colleagues Delighted with her experiences so far, Claire has already recommended MyView PayNow to other companies like hers. “It’s simple for colleagues to use, integrates easily with payroll, and offers proactive and supportive tools,” she says. “Financial wellbeing is critical, and if a company doesn’t have something in this space, it’s a real gap. With MyView PayNow, we can bridge that gap and empower colleagues with more control over their finances.”
Since launching MyView PayNow:
- 30% of eligible colleagues are active users
- More than 200 colleagues are saving regularly
- The average drawdown is just £69, indicating responsible usage.
Key features
- Real-time access to earned wages
- Automated savings features
- Financial education and budgeting tools
- Access to affordable loans and benefits checkers
- Full employer oversight and flexible controls
- Easy setup with minimal internal resource required
- Customisable communications provided, along with live support
Turn Financial Wellbeing Into Your Strategic Business Advantage
Financial pressure is hitting UK employees hard, and smart organisations are recognising the commercial opportunity. Join Gethin Nadin, Chief Innovation Officer at Zellis, as he reveals why financial wellbeing has evolved from moral responsibility to strategic business lever.
